The Coronavirus pandemic has created a unique set of challenges for HR and payroll professionals, and a need to act quickly and to changes to maintain both business continuity and employee well-being.
Managing payroll, tracking leaves and accrued time off, and remaining compliant with changing legislation are just some of the concerns that are top of mind for HR and payroll professionals currently.
Based on the most frequently asked questions we’re getting from our customers, our support team has put together this list of suggestions to help HR and payroll managers using HCM software navigate through the changes.
Companies may want to ask employees to update their personal details and contact information to help reduce disruptions in communications and scheduling, or in the event that HR teams need to generate records of employment or related information.
Companies may quickly have to pivot and change work arrangements in response to COVID-19. HR and payroll professionals may need to make adjustments to their payroll processing and delivery, particularly when it comes to time tracking and changing how pay is delivered to employees.
Here are some suggestions to help manage time tracking requirements in response to changing legislation in the U.S. and new working arrangements for COVID-19.
Here are some ways to help ensure continuity in pay delivery in response to changing circumstances:
Some employers use time clocks to make it easier to track when employees punch in and out of work – and this also removes cumbersome nature of manual time tracking.
Following recommended hygienic measures, implementing social distancing, and ensuring employee safety should be top of mind for employers. This is especially critical for employees that are still physically going to work, or working across several locations. For employers using time clocks, here are some considerations, in addition to properly cleaning the clocks:
Reports can provide a high-level, organization-wide view of your workforce, and help you to understand various employees’ unique circumstances.
For example:
It’s critical to quickly and frequently communicate with employees about the company’s crisis management policy, business updates, or messages from company execs. Here are some considerations from a communications plan perspective:
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